Flexible working arrangements have gained significant attention in recent years, especially as employees increasingly seek to balance their professional and personal lives. Under the updated Employment Rights Act 2025, employees in the UK have the right to request flexible working from their first day on the job.
Starting in 2027, employers who deny a flexible working request will be required to provide a valid reason drawn from a specified list of eight business justifications. These reasons may include concerns such as additional costs, difficulties in recruiting or retaining staff, and challenges in meeting customer demand. Employers will also need to justify why they believe their refusal is reasonable.
While there is no legal obligation for companies to offer an appeals process, it is regarded as a best practice to establish one. Ignoring the regulations surrounding flexible working requests could expose employers to potential legal repercussions, including tribunal claims.
Flexible working encompasses several arrangements, including part-time hours, staggered hours, remote work, hybrid models, flexitime, job sharing, and compressed hours. Employers are encouraged to create a formal flexible working policy that outlines how requests will be processed and the grounds for potential refusals. Collaborative discussion between the employer and employee is also recommended to assess the impact of such modifications on business operations.
For effective management of these requests, employers may consider implementing trial periods to evaluate the feasibility of proposed changes and reviewing options like job shares for interested employees.
Why this story matters
- Reflects changing workforce dynamics and increasing demand for work-life balance.
Key takeaway
- Employers must be mindful of new legal obligations when handling flexible working requests.
Opposing viewpoint
- Some employers may argue that flexible working can lead to challenges in maintaining productivity and team cohesion.
